International Women’s Day 2026

For First Bus, International Women’s Day is more than a moment in the calendar. It’s an opportunity to assess what we’ve achieved, and where we still need to take action.

Aligned with this year’s IWD theme, ‘Give to Gain’, our focus is clear; by continually improving the experience of our colleagues, we strengthen our business, our culture and the wider transport industry, and break down the barriers that may stop women from joining our industry

As part of FirstGroup plc, we recognise that representation matters. In the latest FTSE Women Leaders Review, FirstGroup ranked 1st in the FTSE 250 for female representation on our Board, a significant milestone that reflects our commitment to gender balance and provides female role models and visibility at the highest level. Women make up 62.5% of our Board under the leadership of our Chair, Lena Wilson CBE. She is supported by Sally Cabrini, Chair of the Remuneration Committee, Claire Hawkings, Chair of the Responsible Business Committee, Jane Lodge, Chair of the Audit Committee and Myrtle Dawes, Chair of the Colleague Advisory Panel

And at First Bus that representation continues on our Executive Team, led by our Managing Director, Janette Bell, who is leading practical change across the business, supported by Isabel McAllister, Chief Sustainability and Compliance Officer, who is driving our ambition to an electric fleet by 2035.

Give to Gain: Changing women’s experience of the transport industry

Transport has historically been male dominated, and that is why listening to women about what helps and what holds them back is key to the success of our industry.

Research published by Women in Transport (WiT) and Women in Bus and Coach (WiBC) shows that women from across the industry value supportive teams, opportunities to grow and visible role models. However, they also identified barriers such as the need for greater access to facilities on route, clearer career pathways, greater awareness of women’s health across businesses, and the need for consistent management support and flexibility.

Their feedback and that of First Bus colleagues directly shapes our action plan.

What we’ve done so far

We have already taken action to create a more inclusive and supportive workplace, including:

  • Launched a comprehensive 10-point gender diversity plan providing practical actions that will improve the gender ratio in our business
  • Become a Period Positive Workplace, providing free period products across our sites. We exclusively use period products by Hey Girls, a social enterprise that donates 100% of its profits to funding the fight to eradicate period poverty. For every product they sell, they donate a product to people who need them. 
  • Improved uniform design, including maternity wear and more comfortable, better-fitting materials. This includes menopause friendly fabrics, as well as redesigning the cut of uniform shirts and the direction of the buttons, so that the shirt opening faces away from the customer when a driver is sitting in their cab.
  • Expanded women’s footwear options to suit women’s feet
  • Introduced a menopause policy, guidance and education sessions
  • Delivered gender-focused training for line managers
  • Strengthened safety measures through partnerships like Strut Safe and White Ribbon accreditation and a sexual-harassment risk assessment
  • Provided access to specialist women’s health GP services – enabling free online appointments without lengthy waits.

These initiatives are designed to address both everyday experiences and long-term career support. Find out more: https://www.firstbus.co.uk/about-us/equality-diversity-and-inclusion

What comes next?

We are now focusing on practical improvements such as mapping toilet access along bus routes for drivers and ensuring women are included in PPE and further uniform trials, including new engineering wear.

We are also enhancing support for new and expectant mothers and expanding menopause resources.

A new step in family support

Among our latest initiatives, is the introduction of paid leave for colleagues undergoing In Vitro Fertilisation (IVF) treatment to help families balance treatment with work.

  • From June 2026, we will offer five days’ paid leave for employees undergoing treatment, and
  • two days’ paid leave for partners of those undergoing treatment.

Research from the CIPD indicates that around one in seven couples in the UK may experience difficulties conceiving, and IVF treatment can involve numerous medical appointments, tightly scheduled treatment cycles and recovery time, all of which can be challenging to balance with professional responsibilities.

In response to colleague feedback, we’re introducing the new policy to recognise the emotional and physical demands of fertility treatment and reinforce our commitment to supporting colleagues through every stage of life.

Gareth Hind, Director of Employee Engagement and Internal Communications, First Bus:

“Fertility treatment can be physically demanding and emotionally challenging. We want our colleagues to know they don’t have to choose between their careers and starting or growing a family.

“This policy reflects our belief that supporting our people through real-life challenges leads to a healthier, more engaged workforce. We hope this is another way our people see our commitment to being a truly inclusive, supportive employer.”

Our ambition

Our goal is simple; to remove barriers, listen to our people, and create an industry where more women can join, stay and succeed.

We are embedding inclusion into operational decision-making, not treating it as an add-on.

Real change happens when organisations move beyond awareness and take action. Through Give to Gain, we are building a transport industry that works better for everyone.

Janette Bell, Managing Director, First Bus:

“We want to see more women join our industry, stay with us and thrive. That’s why listening to feedback from women across our industry helps us bring about real, practical change.

“At First Bus we’re proud to have already introduced menopause guidance and manager training, created uniform designed specifically for women, access to specialist women’s health services, and stronger measures to prevent harassment and support a positive workplace culture.

“Our focus is on creating an environment where women can build long-term, rewarding careers. But we know there’s more to do, which is why we’re continuing work on initiatives such as mapping toilet facilities along routes, ensuring inclusive design in new engineering wear, and strengthening support for parents and carers.

“With the introductions of paid leave for employees undergoing IVF treatment, we’re reinforcing our commitment to supporting our people through every stage of life.”